{"id":7959,"date":"2021-01-12T17:35:55","date_gmt":"2021-01-12T16:35:55","guid":{"rendered":"https:\/\/www.peoplefirst.blog\/?p=7959"},"modified":"2021-03-08T17:40:58","modified_gmt":"2021-03-08T16:40:58","slug":"8-trends-in-people-management-in-2021","status":"publish","type":"post","link":"https:\/\/www.peoplefirst.blog\/en\/8-trends-in-people-management-in-2021\/","title":{"rendered":"8 trends in people management in 2021"},"content":{"rendered":"

We\u2019ve left a turbulent 2020 behind us and welcome 2021 with great optimism. Today we review some of the trends in human resources that will take hold throughout this year. The current situation has had a clear and resounding influence on the kinds of trends that are emerging in our field. Teleworking, social distancing and the fact that offices have been left empty have meant that technologies that were still to be incorporated into the daily lives of companies have become essential. Let\u2019s begin our journey through the trends in people management in 2021:<\/p>\n

 <\/p>\n

Working in the cloud<\/strong><\/h2>\n

Are you one of the people who work with shared files via the cloud? Working in cloud environments greatly facilitates the mobility of the HR team and allows access to files and tools regardless of their location. To put it simply, the cloud is a set of remote servers that host the information and data that we find on the internet. With it, we can gain remote access to all the features managed by human resources. This technology, which is already being implemented in most companies in the sector, means the concept of working on site or face to face can be put to one side. A concept that will gradually become obsolete.<\/p>\n

Remote leadership<\/strong><\/h2>\n

Going back to the concept of on-site and face-to-face, remote leadership will also increasingly take over from physical leadership<\/strong>. But how can a person be a good leader remotely? This kind of leadership will have to adapt to the \u201cnew normal\u201d and advocate different characteristics. Advanced knowledge of virtual tools, trust in the team, full transparency, streamlined replies and clear expectations and orders are some of the chief features that a remote leader must promote to ensure the involvement of his or her team and employees.<\/p>\n

Consolidation of employee branding<\/strong><\/h2>\n

A happy and motivated worker is a productive worker who\u2019s involved and committed to the company. Employee branding is an excellent resource that enables companies to communicate their culture and values through their employees, who become brand ambassadors in a natural and voluntary manner, thus facilitating the attraction of the talent best suited to each organisation. The distancing that we\u2019re seeing during the pandemic is leading to increased use of social media, which is where your workers can play a vital role. They\u2019ll share the company\u2019s messages and campaigns and, above all, speak positively about their working environment, thus leading to extra credibility and trust on the user’s part. Speaking well about yourself isn\u2019t the same as someone else doing so. Does your company include employee branding in its communication and talent attraction strategy?<\/p>\n

Digital onboarding<\/strong><\/h2>\n

Companies\u2019 induction processes are highly important moments for their workers. An effective adaptation process to ensure that their employees don\u2019t feel out of place and understand the processes and obligations of their positions can make the difference between success or failure. In the current reality, these processes have migrated to the digital sphere and the on-site processes that were in place until now have been abandoned. Techniques such as gamification with specialised tools and apps, checklists and the online availability of documents and the necessary materials are some of the measures to ensure successful digital onboarding. The key is to create a rewarding and enriching experience for the workers and make them feel comfortable and safe.<\/p>\n

Big Data<\/strong><\/h2>\n

Big Data is here to stay. In fact, it\u2019s nothing new. The management and analysis of large amounts of data enables companies to better understand their environment and understand themselves better. Thus, Big Data allows us to improve our people management by understanding the state of the team, optimising talent selection and evaluating our employees\u2019 performance and productivity. Big Data is still a developing technology, but it promises to offer a wide range of solutions and information in the very near future.<\/p>\n

Workers\u2019 emotional well-being<\/strong><\/h2>\n

The last year has been a period of great stress and exhaustion throughout all the tiers of the company and the emotional pressure caused by the pandemic has forced us to bring out the very best in ourselves and overcome it. While it\u2019s true that taking care of the emotional well-being of our employees was already a growing trend, it has become much stronger and more important with the current situation. Practices such as mindfulness, emotion control workshops and talks on stress management will become much more common and necessary.<\/p>\n

Collaborative social networks<\/strong><\/h2>\n

Collaborative networks are environments made up of people who share an online space in which they strive to achieve a common goal. They do so by exchanging ideas and information. The mandatory distancing has led to an increase in these types of synergies. Collaborative work stimulates aspects such as creativity, transparency during work and honesty. It\u2019s a way of replacing physical group work that\u2019s suited to the new times. It\u2019s highly likely that these ways of working will expand and evolve to offer more and more features and options to optimise the collaborative social networks, which are only just beginning to take off.<\/p>\n

Encouraging in-house career development<\/strong><\/h2>\n

Another trend that we\u2019ll see in 2021 is upskilling, or the professional upgrading of employees. Companies will increasingly implement processes to stimulate training within the team. Ensuring that committed and motivated workers learn new knowledge that they can use in their tasks is a very positive factor, not only in terms of having a workforce with more services and capabilities, but also for the workers\u2019 morale and spirit. Feeling that one is an important part of the group and seeing how one grows professionally.<\/p>\n

These are some of the trends in HR that we\u2019re already witnessing and their implementation is sure to increase considerably as the months go by. You\u2019re sure to have a new trend in mind, so don\u2019t hesitate to tell us about it in the comments section.<\/p>\n","protected":false},"excerpt":{"rendered":"

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